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Revue
de Droit Comparé
2022/4
du Travail
et de la Sécurité Sociale
STUDIES
Daniel Dumont The universal basic income as a source of inspiration for designing the future of social protec-
tion systems? A counter-agenda
Maria Giovannone Brexit and social safeguards for EU citizens in the UK: the Agreements’ rules and perspectives
Marcel Zernikow Employee representatives in France and Germany and the protection of workers’ health: what
lessons can be learned from the public health crisis?
THEMATIC CHAPTER
THE SOCIAL AND SOLIDARITY-BASED ECONOMY
(Coordinated by Isabelle Daugareilh and Mathieu de Poorter)
Timothée Duverger The invention of the social economy in France and Europe, an unstable institutional
compromise
David Hiez 2011-2021: From one Communication from the European Commission to another
Emanuele Dagnino Labour and social economy in Italy: a composite legal framework
Riccardo Tonelli & Laurentino Javier Dueñas Herrero Difficulties relating to companies incorporated as
cooperative societies in Italy and Spain
Mohamed Bachir Niang The role of the social and solidarity economy in the extension of health insurance
in Senegal
Andrew B. Wolf & Maria Figueroa When coops are not on the menu: why immigrant platform delivery workers
in New York city rejected a cooperative alternative
COMPARATIVE LABOUR CASE LAW
THE JURISPRUDENTIAL PROTECTION OF THE WHISTLEBLOWER EMPLOYEE
(Coordinated by Allison Fiorentino and Alexandre Charbonneau)
Abigail Osiki Scope of Protection: A retrospective and prospective overview of the Protected Disclosures
Act 2000
Adriana Orifici Mind the gaps: the new whistleblower regime and some recent interpretations of statutory
whistleblower protections by australian courts
Lauren Kierans Whistleblowing Case Law in Ireland : Loss, Litigation, and Lessons Learned
Urwana Coiquaud & Jeanne Pérès The whistleblower employee in Quebec
INTERNATIONAL LEGAL NEWS
America: USA – Asia-Oceania: Australia – Europe: Ireland / Italy / Poland / Republic of Serbia / United
Kingdom – International Organization: United Nations Organization
COMPTRASEC - UMR 5114 - CNRS - UNIVERSITÉ DE BORDEAUXEnglish Electronic Edition Revue de Droit Comparé du Travail et de la Sécurité Sociale Scientific Committee Members N. Aliprantis (Grèce), G.-G. Balandi (Italie), U. Becker (Allemagne), U. Carabelli (Italie), J. Carby-Hall (Royaume- Uni), A. Cissé Niang (Sénégal), L. Compa (États-Unis), W. Däubler (Allemagne), P. Davies (Royaume-Uni), M. Dispersyn (Belgique), S. Gamonal C. (Chili), A. O. Goldin (Argentine), Z. Góral (Pologne), M. Iwamura (Japon), J.-C. Javillier (France), P. Koncar (Slovénie), M. Nasr-Eddine Koriche (Algérie), A.-M. Laflamme (Canada), R. Le Roux (Afrique du Sud), A. Lyon-Caen (France), A. Monteíro Fernandes (Portugal), A. Montoya Melgar (Espagne), A. Neal (Royaume-Uni), R. Owens (Australie), C. Papadimitriou (Grèce), P.-G. Pougoué (Cameroun), M. Rodríguez-Piñero (Espagne), J.-M. Servais (Belgique), A. Supiot (France), M. Sur (Turquie), G. Trudeau (Canada), C. Vargha (Bureau International du Travail), M. Weiss (Allemagne), A. Zheng (Chine). Director Editor Philippe Martin, COMPTRASEC (UMR CNRS 5114), Université de Bordeaux. Editor in Chief Isabelle Daugareilh, COMPTRASEC (UMR CNRS 5114), Université de Bordeaux. Associate Editor Alexandre Charbonneau, COMPTRASEC (UMR CNRS 5114), Université de Bordeaux. Editor Marie-Cécile Clément, COMPTRASEC (UMR CNRS 5114), Université de Bordeaux. Technical Realization / PAO Corinne Blazquez, Maison des Sciences de l'Homme d'Aquitaine (MSHA). Editorial Committee Members Pablo Arellano Ortiz (Organisation Internationale du Travail - Université Pontifica de Valparaiso PUCV - Chili), Jérôme Porta (COMPTRASEC - Université de Bordeaux - France), Eri Kasagi (CNRS - Université de Bordeaux - France), Risa L. Lieberwitz (Université de Cornell – États-Unis), Pascale Lorber (Université de Leicester - Royaume-Uni), Yuki Sekine (Université de Kobé - Japon), Achim Seifert (Université Friedrich Schiller de Iéna – Allemagne) et Ousmane O. Sidibé (Mali). International Legal News Correspondents n Afriques : D. Collier-Reed (Afrique du Sud), C. Boukli-Hacène et Z. Yacoub (Algérie), B. Millefort Quenum et G. Makoudote (Bénin), E. Tapsoba et H. Traoré (Burkina-Faso), V. Yenpelda (Cameroun), U. Seri (Côte d’Ivoire), C. Nyngone Mayaza (Gabon), S. Ondze (République du Congo - Congo Brazzaville), M. B. Niang et M. Gaye (Sénégal), N. Mzid et K. Baklouti (Tunisie). n Amériques : D. Ledesma Iturbide et J. P. Mugnolo (Argentine), A. V. Moreira Gomes, S. Machado et J. Sarmento Barra (Brésil), R.-C. Drouin, L. Lamarche et G. Trudeau (Canada), A. Ahumada Salvoest et S. Gamonal C. (Chili), K. Hartmann Cortes et V. Tobon Perilla (Colombie), R. L. Lieberwitz et R. Garcia (États-Unis), G. Mendizábal Bermúdez et E. López Pérez (Mexique), M. K. Garcia Landaburu et G. Boza Pró (Pérou), H. Fernández Brignoni et H. Barretto Ghione (Uruguay). n Asie-Océanie : D. Tracey (Australie), A. Zheng (Chine), J. Park et I. Dahea Lee (Corée du Sud), L. Lurie et E. Edo (Israël), S. Dake, M. Iwamura, E. Kasagi, H. Nagano, Y. Sekine et Y. Shibata (Japon). n Europe : V. De Greef (Belgique), A. Mileva et Y. Genova (Bulgarie), C. Jacqueson (Danemark), F. Fernández Prol (Espagne), E. Serebryakova et A. Alexandrova (Fédération de Russie), P. Fleury, M. Labarthe, P. Vanpeene et M. Ribeyrol-Subrenat (France), C. Papadimitriou et A. Stergiou (Grèce), Z. Petrovics (Hongrie), C. Murphy et L. Ryan (Irlande), A. Mattei et S. Nadalet (Italie), B. Bubilaityte Martisiene et G. Tamašauskaitė (Lituanie), N. Gundt et S. Montebovi (Pays-Bas), A. Musiała (Pologne), T. Coelho Moreira et A. Monteiro Fernandes (Portugal), M. Stefko (République Tchèque), F. Rosioru (Roumanie), J. Carby-Hall et P. Lorber (Royaume-Uni), F. Bojić et L. Kovačević (Serbie), S. Bagari et B. Kresal (Slovénie), P. Ramsjö (Suède), J.-P. Dunand et A.-S. Dupont (Suisse), K. Doğan Yenisey et M. Sur (Turquie).
REVUE 2022/4 COMPTRASEC - UMR 5114 - CNRS - UNIVERSITÉ DE BORDEAUX
International Association of Labour Law Journals - IALLJ The Comparative Law Review of Labour and Social Security [Revue de Droit Comparé du Travail et de la Sécurité Sociale] is member of the «International Association of Labour Law Journals», the exchange network of publications, ideas, legal and economic developments. The other members of the association are: Análisis Laboral (Peru) Arbeit und Recht (Germany) Australian Journal of Labor Law (Australia) Bulletin on Comparative Labour Relations (Belgium) Canadian Labour and Employment Law Journal (Canada) Comparative Labor Law & Policy Journal (United States) Derecho de las Relaciones Laborales (Spain) Diritto delle Relazioni Industriali (Italy) Diritti lavori mercati (Italy) E-journal of International and Comparative Labour Studies (Italy) Employees & Employers - Labour Law and Social Security Review: Delavci in delodajalci (Slovenia) Europäische Zeitschrift für Arbeitsrecht : EuZA (Germany) European Labour Law Journal (Belgium) Giornale di Diritto del lavoro e relazioni industriali (Italy) Industrial Law Journal (United Kingdom) Industrial Law Journal (South Africa) International Journal of Comparative Labour Law and Industrial Relations (The Netherlands) International Labour Review (OIT) Japan Labor Review (Japan) Labour and Social Law (Belarus) Labour Society and Law (Israel) La Rivista Giuridica del Lavoro e della Previdenza Sociale – RGL (Italy) Lavoro e Diritto (Italy) Pécs Labor Law Review (Hungary) Revista de Derecho Social (Spain) Revue de Droit Comparé du Travail et de la Sécurité Sociale (France) Revue de Droit du Travail (France) Rivista giuridica del lavoro e della sicurezza sociale (Italy) Russian Yearbook of Labour Law (Russia) Temas Laborales (Spain) Zeitschrift für ausländisches und internationales Arbeits - und Sozialrecht (Germany)
2022/4 CONTENTS
STUDIES
p. 6 Daniel Dumont
The universal basic income as a source of inspiration for designing the future of
social protection systems? A counter-agenda
p. 22 Maria Giovannone
Brexit and social safeguards for EU citizens in the UK: the Agreements’ rules and
perspectives
p. 34 Marcel Zernikow
Employee representatives in France and Germany and the protection of workers’
health: what lessons can be learned from the public health crisis?
THEMATIC CHAPTER
THE SOCIAL AND SOLIDARITY-BASED ECONOMY
Coordinated by Isabelle Daugareilh and Mathieu de Poorter
p. 52 Timothée Duverger
The invention of the social economy in France and Europe, an unstable
institutional compromise
p. 66 David Hiez
2011-2021: From one Communication from the European Commission to another
p. 80 Emanuele Dagnino
Labour and social economy in Italy: a composite legal framework
p. 94 Riccardo Tonelli & Laurentino Javier Dueñas Herrero
Difficulties relating to companies incorporated as cooperative societies in Italy
and Spain
p. 110 Mohamed Bachir Niang
The role of the social and solidarity economy in the extension of health insurance
in Senegal
p. 128 Andrew B. Wolf & Maria Figueroa
When coops are not on the menu: why immigrant platform delivery workers in
New York city rejected a cooperative alternative
COMPARATIVE LABOUR CASE LAW
THE JURISPRUDENTIAL PROTECTION OF THE WHISTLEBLOWER EMPLOYEE
Coordinated by Allison Fiorentino and Alexandre Charbonneau
p. 144 Abigail Osiki
Scope of Protection: A retrospective and prospective overview of the Protected
Disclosures Act 20002022/4 CONTENTS
p. 154 Adriana Orifici
Mind the gaps: the new whistleblower regime and some recent interpretations of
statutory whistleblower protections by australian courts
p. 162 Lauren Kierans
Whistleblowing Case Law in Ireland : Loss, Litigation, and Lessons Learned
p. 172 Urwana Coiquaud & Jeanne Pérès
The whistleblower employee in Quebec
INTERNATIONAL LEGAL NEWS
AMERICA
p. 184 United States of America – Risa L. Lieberwitz, Cornell University,
School of Industrial and Labor Relations
ASIA - OCEANIA
p. 190 Australia – Dominique ALLEN, Monash Business School, Monash University
EUROPE
p. 194 Ireland – Caroline Murphy & Lorraine Ryan
p. 198 Italy – Alberto Mattei, Department of Law, University of Verona
p. 202 Poland – Mateusz Gajda, Faculty of Management, University of Warsaw
p. 204 Republic of Serbia – Filip Bojic, University of Belgrade
p. 208 Republic of Serbia – Ljubinka Kovačević, University of Belgrade
p. 214 United Kingdom – Jo Carby-Hall, University of Hull
p. 220 United Kingdom – Jo Carby-Hall, University of Hull
INTERNATIONAL ORGANIZATION
p. 226 United Nations Organization - Elena Sychenko, Saint Petersburg State
UniversityINTERNATIONAL LEGAL NEWS
IRELAND
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CAROLINE MURPHY AND LORRAINE RYAN
Department of Work and Employment Studies, Kemmy Business
School, University of Limerick
LEGISLATION PROVIDING FOR A NEW STATUTORY
SICK PAY SCHEME IN IRELAND
The issue of a statutory entitlement to sick pay poses a dilemma for policymakers across
developed economies. As Pollak1 argues, when attempting to optimize statutory sickness
compensation benefits, policymakers are faced with a trade-off between protecting
workers against the risk of income loss in the event of temporary work incapacity, while at
the same time restricting moral hazard in order to limit public spending. To date, Ireland
has remained one of the few advanced economies in Europe that does not provide workers
EUROPE
with a statutory right to paid sick leave. It has been argued by trade unions that sick pay is
viewed as a perk that employers can decide to include or not in a contract of employment2.
Around half of all employers offer some form of paid sick leave, many workers have no such
entitlement3.
In lieu of that, workers are entitled to claim Illness benefit, which is a short-term
payment from the State made while workers are unable to work due to illness. Indeed,
during the global financial crisis of the late 2000’s one of the measures recommended by
the Troika (European Commission, European Central Bank and the International Monetary
Fund) was the introduction of a statutory sick pay scheme. They encouraged reforms that
would require employers to pay for the first two to four weeks of sickness, with the aim
of reducing the financial burden borne by the state4. At the time government did act on
that recommendation, however they amended illness benefit entitlement such that workers
rather than employers carried the cost of the reform5. The issue of sick pay in the Irish
context remained largely under examined until the pandemic. The Covid-19 pandemic
has drawn attention to the negative consequences of not having a statutory arrangement
in place, with reports from various sectors of workers attending work while ill, displaying
symptoms or being unable to self-isolate as they could not afford to take unpaid time off
from their employment6.
1 C. Pollak, « The impact of a sick pay waiting period on sick leave patterns », The European Journal
of Health Economics, no. 18(1), 2017, p. 13.
2 The Journal, « The state of sick pay in Ireland is sickening », 2020: https://www.thejournal.ie/
readme/sick-pay-ireland-opinion-ictu-laura-bambrick-5175914-Aug2020/
3 Department of Enterprise, Trade and Employment, 2021, « Tánaiste announces details of Statutory
Sick Pay Scheme »: https://www.gov.ie/en/press-release/fee76-tanaiste-announces-details-of-
statutory-sick-pay-scheme/
4 The Journal, op. cit., 2020.
5 Ibid.
6 The Irish Times, « Covid variants “a real concern” for meat plant workers », 21 February 2021:
https://www.irishtimes.com/news/ireland/irish-news/covid-variants-a-real-concern-for-meat-plant-
workers-1.4491090
194 ENGLISH ELECTRONIC EDITION - RDCTSS - 2022/4Ireland
The pandemic provided renewed impetus to introduce a statutory sick pay scheme in
Ireland, to address those issues of « presenteeism » where workers attend their workplace
while being unwell. This was highlighted by employee representative bodies as an area
of significant concern, not just from an employee rights perspective, but also given the
significant public health implications. The Irish Congress of Trade Unions (ICTU) began a
campaign for legislation to make sick pay mandatory for all workers. The campaign won
cross-party support from government and opposition parties7.
In response to pressure from social partners, the Irish government launched a public
consultation process on the introduction of a statutory sick pay scheme. Resulting in the
latter half of 2021, of the publication of the Sick Leave Bill 20218, which outlines how the
scheme will provide employees with a statutory entitlement to a minimum period of paid
sick leave from their employer if they fall ill or are injured preventing them from being able
to work. The Government published its draft Sick Leave Bill 2021, on November 4, the Bill
will be examined by the Joint Committee on Enterprise, Trade and Employment before
progressing to the next phase of legislative development. In next section, we provide
details of the current system and contrast that with the proposed scheme. We outline
the principles underpinning the legislative change, how the legislation will take effect on
a phased basis over the next four years and discuss the implications for employers and
employees. We conclude with an overview of the social partners reaction to the Bill, and
consider some of the unintended consequences that may emerge.
I - CURRENT SITUATION
Under the current provisions in Ireland, all workers with a sufficient number of social
insurance contributions are entitled to avail of state funded illness benefit while unable to
attend work. As is the case in many social insurance systems a period of three « waiting days »
exist where no payment is made, with the payment being made available from the fourth
day of illness. The rate of illness benefit is standardised and not linked to employees’ regular
rate of pay, which has raised concerns among employee representative bodies around its
sufficiency as an income replacement9. The Illness Benefit scheme was temporarily enhanced
to deal with the circumstances presented by the Covid-19 pandemic, and the flat-rate
increased to €350 per week, to support people to not attend work by protecting their income
and addressing their financial concerns when they are in isolation. However, perhaps more
important than the rate change was the amendment made to waiting days criteria. Under
the changes introduced, the payment of illness benefit would apply from the first day of
illness rather than the fourth. Thereby allowing an employee to comply with medical advice
to self-isolate to mitigate the spread of the disease, while having their income protected10.
This principle around the removal of waiting days and provision of immediate income
replacement are central to the design of the new statutory sick pay (SSP) scheme.
7 ICTU (2021), Sick Pay is getting Better: http://www.ictu.ie/blog/sick-pay-getting-better
8 Sick Leave Bill, 2021: https://enterprise.gov.ie/en/Legislation/ Legislation-Files/Sick-Leave-
Bill-2021.pdf
9 The Journal, op. cit., 2020.
10 Sick Leave Bill, Regulatory Impact Assessment, 2021.
ENGLISH ELECTRONIC EDITION - RDCTSS - 2022/4 195Australia
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II - PROPOSED STATUTORY SICK PAY SCHEME
As currently drafted, the Bill provides that employees with 13 weeks’ continuous
service will be covered by the scheme. This first criteria on eligibility has already drawn
criticism from employer groups as being quite a short eligibility period11. The proposed
statutory sick pay scheme is due to be rolled out in four phases beginning in 2022. The first
phase of the scheme will see the introduction of an initial three days’ of sick pay per year
from 2022, funded by the employer. Part 2 of the Bill stipulates that these sick leave days
may be consecutive days or non-consecutive days, therefore for some workers in a one-off
incidence of illness, the days could replace the unpaid « waiting day period » that applied
under the state Illness Benefit scheme. This aspect of the Bill has also drawn criticism
from employer groups with the argument being made that « where sick pay schemes are
provided on a voluntary basis by employers or within collective agreements, payment is
usually only provided after the first three days »12. The Department of Enterprise (DETE)
has stated that the bill will « plug a well acknowledged gap in sick pay particularly for lower
earners », of waiting days until employees can avail of State Illness Benefit13.
While the initial proposal is for the introduction of three days sick leave, the Bill allows
for staggered increases in the number of days allowed under the scheme. Part 2 of the Bill
states that the Minister for Enterprise, Trade and Employment will have the power to vary
the number of statutory sick days, but prohibits the minister from reducing the number of
statutory sick days below three days per year or from increasing the number of statutory sick
days by more than three days per year. The Bill states that any ministerial order to increase
the number of days must be at least 12 months apart. The regulatory impact assessment14
refers to extending to the scheme to 10 days’ paid sick leave in 2025, introduced on a
phased basis over four years such that a staggered increase will allow employers to
adapt, plan and budget for the shift in their financial obligations to employees. Thus the
Government’s intention is to increase the sick day entitlement to five days in 2023; seven
days in 2024; and 10 days in 202515. The scheme also brings an associated administrative
duty on employers to retain records of statutory sick leave taken by each employee for 4
years, with a failure to do so leaving an employer liable to a fine of up to €2,500.
To be eligible for paid sick leave, the Bill includes a stipulation that an employee provide
his or her employer with a medical certificate signed by a registered medical practitioner.
The Irish Congress of Trade Unions have expressed reservation at this element, stating
that the high cost of visiting a doctor to certify sick leave will act as barrier to accessing
sick leave16. ICTU have therefore argued that in recognition of the fact that out-of-pocket
expenses for medical certification will create a barrier for workers exercising their new
11 A. Prendergast, « Draft Sick Leave Bill “brings new employee rights without responsibilities” »,
Industrial Relations News, no. 42, 18 November 2021: https://www irnie.proxy.lib.ul.ie/article/27681
12 Ibid.
13 A. Prendergast, « Statutory sick leave to “plug gap” for lower-paid workers », Industrial Relations
News, no. 42, 18 November 2021: https://www irnie.proxy.lib.ul.ie/article/27681
14 https://enterprise.gov.ie/en/Legislation/Legislation-Files/Sick-Leave-Bill-2021-RIA.pdf
15 A. Prendergast, « Statutory sick leave to “plug gap” for lower-paid workers », Industrial Relations
News, op. cit.
16 The Irish Times, « Sick pay plans will place “disproportionate cost burden” on employers, says
Ibec », op. cit.
196 ENGLISH ELECTRONIC EDITION - RDCTSS - 2022/4Australia
right to paid sick leave, they recommend that the Bill be updated to include provision for
« limited periods of self-certified sick leave »17.
The rate of pay that is to be paid by the employer under the scheme is not included in
the Sick Leave Bill (2021) as that is yet to be determined by in separate regulations, however
the in June 2021 the initial regulatory impact assessment referred to a replacement rate of
up to 70% of gross salary capped at €110 per day, is based on 2019 mean weekly earnings18.
It is proposed that an employee will be able to make a complaint to the Workplace
Relations Commission if an employer does not abide by the statutory sick leave entitlements.
The Bill further provides that an employee should not be penalised for exercising or
proposing to exercise their statutory sick leave entitlement. This means that there will be a
greater obligation on employers to ensure that employees are not being treated differently
for taking statutory sick leave.
Conclusion
While the reaction of employee representatives to the legislative change has been
largely positive, there have been some reservations and criticism from employer groups, in
particular those in the small to medium sector organisations who argue that both the direct
and indirect costs associated with the new scheme make it untenable. The Bill also provides
if an employer cannot cover paid sick leave for employees, it can apply to the Labour Court
for an exemption from paying statutory sick pay due to financial difficulties. If granted, the
exemption will be provided for a minimum of three months and a maximum of one year.
The leaders of the main employer representative body in Ireland Ibec have claimed that the
new scheme as currently envisaged will put « a significant cost to employers, particularly
SMEs and those in sectors that have been most impacted by the Covid-19 pandemic »19.
However, ICTUs’ social policy officer described the new scheme as very modest noting
it would add no more than 2.5% to labour costs over a four-year period and noted such
entitlements for employees were part of being a successful economy20. It has been claimed
that the new scheme does not pay sufficient regard to existing employment regulation orders
or localised collective bargaining agreement and may go so far as to cause employers to
reassess existing policies even reducing their current sick pay scheme benefits21. In terms of
the timeline for introduction of the scheme, the Chartered Accountants Ireland (CAI) have
raised grave concerns about the new scheme implementation beginning on January 1 2022,
claiming that a timeframe of just seven weeks between the announcement and proposed
introduction of the scheme leaves « employers, software developers and payroll service
operators are being provided with an impossible window in which to analyse the Bill (which
is yet to be signed into law) and implement its requirements »22. The Bill is continuing to be
reviewed by various committees as it progresses through the legislative process.
17 Ibid.
18 A. Prendergast, « Statutory sick leave to ’plug gap’ for lower-paid workers », op. cit.
19 The Irish Times, « Sick pay plans will place “disproportionate cost burden” on employers, says
Ibec », op. cit.
20 C. Higgins, ISME and Congress clash over PUP, sick pay and redundancy rebate, Industrial Relations
News, no. 23, 17 June 2021: https://www-irn-ie.proxy.lib.ul.ie/article/27170
21 A. Prendergast, « Draft Sick Leave Bill “brings new employee rights without responsibilities” », op. cit.
22 Independent.ie, « Leo Varadkar warned of “impossible” timeline for introduction of statutory sick pay
regime », 21 November 2021: https://www.independent.ie/business/in-the-workplace/leo-varadkar-
warned-of-impossible-timeline-for-introduction-of-statutory-sick-pay-regime-41071092.html
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RDCTSS = Revue de Droit Comparé du Travail et de la Sécurité Sociale (France)
RDT = Revue de Droit du Travail (France)
RGL= Rivista Giuridica del Lavoro e della Previdenza Sociale (Italy)
TL = Temas Laborales (Spain)
ZIAS = Zeitschrift für ausländisches und Internationales Arbeits und Sozialrecht
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REVUE DE DROIT COMPARÉ COMPTRASEC
DU TRAVAIL ET DE LA SÉCURITÉ SOCIALE UMR 5114
(PRINT) ISSN 2117-4350
(E-JOURNAL) ISSN 2262-9815 Mme Marie-Cécile Clément
Université de Bordeaux
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3 print issues papers (french) Fax 33(0)5 56 84 85 12
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revue.comptrasec@u-bordeaux.frDépôt légal 4e trimestre 2022
REVUE
2022/4
de Droit Comparé
du Travail
et de la Sécurité Sociale
The Comparative Law Review of Labour and Social Security [Revue de
Droit Comparé du Travail et de la Sécurité Sociale] has been published by
COMPTRASEC, UMR 5114 CNRS of the University of Bordeaux since 1981.
It is edited three times a year in order to contribute to the development of
analyses and exchanges on labour and social security law around the world.
The Comparative Law Review of Labour and Social Security is a member of
the International Association of Labour Law Journals (IALLJ), an international
network for the exchange of ideas and publications on labour law and social
security.
For any correspondence or contribution proposal write to:
Marie-Cécile CLÉMENT
COMPTRASEC - UMR CNRS 5114 - University of Bordeaux
16, avenue Léon Duguit - CS 50057 - 33608 PESSAC cedex - France
E-mail : marie-cécile.clement@u-bordeaux.fr
Phone: +33 (0)5 56 84 54 74 - Fax: +33 (0)5 56 84 85 12
http://comptrasec.u-bordeaux.fr
The opinions expressed in the articles are the sole responsibility of the
authors. When translation is carried out in French, it is under the responsibility
of the Director Editor and members of the Editorial Board. Every manuscript
is submitted, without mentioning the name of the author, to two readers for
evaluation and notice before publication.REVUE
previous issue 2022/3 de Droit Comparé
du Travail
et de la Sécurité Sociale
Thematic Chapter
The social and solidarity econom
Coordinated by Isabelle Daugareilh & Mathieu de Poorter Revue de Droit Comparé du
Travail et de la Sécurité Sociale
With the contributions of:
Timothée Duverger, David Hiez, Hagen Henrÿ, Francisco Javier 4 numéros par an
Arrieta Idiakez, Emanuele Dagnino, Barbara Godlewska-Bujok ~3 éditions papier (en français)
and Małgorzata Ołdak, Gabriel Amitsis & Fotini Marini, Leila ~1 édition électronique (en anglais)
Andressa Dissenha & Rodrigo Fortunato Goulart, Fernando
Delgado Soares Netto, Ger J.H. van der Sangen & Mijke 2022/1
Houwerzijl, Mohamed Bachir Niang, Laurentino Javier Dueñas Etudes
Herrero & Riccardo Tonelli, Andrew B. Wolf & Maria Figueroa. Actualités Juridiques Internationales
2022/2
Jurisprudence Sociale Comparée
International Legal News Jurisprudence Sociale Internationale
Littérature de droit social comparé
Africa: Algeria / Senegal / Tunisia
Chronique bibliographique
Americas: Argentina / Brazil / Canada / Chile / Mexico /
USA 2022/3
Dossier thématique
Asia-Oceania: Australia / China / Japan Actualités Juridiques Internationales
Europe : Bulgaria / France / Italy / Poland / Russian
Federation / Spain / Turkey / Republic of Serbia / United 2022/4
Kingdom Studies
Thematic Chapter
Comparative Labour Case Law
International Legal News
Forthcoming 2023/1 Pour plus d’informations
Studies
http://comptrasec.u-bordeaux.fr/revue-
International Legal News de-droit-compare-du-travail-et-de-la-
securite-sociale
Contact
revue.comptrasec@u-bordeaux.fr
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